Technical definition, from the Cornell Legal Information Institute: “Collective bargaining is the negotiation process between an employer and a union comprised of workers to create an agreement that will govern the terms and conditions of the workers' employment. The result of collective bargaining procedures is a collective agreement. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions.” (Source)

Our commentary: Collective bargaining is a process that equalizes the power relationship between employees and their employer. With collective bargaining, we elect representatives to negotiate with the Wellesley College administration to put the terms of our employment into a legally-binding agreement that we vote to ratify before it goes into effect. Without collective bargaining, the Wellesley College administration retains the unilateral ability to make changes without our consent.

If we win our union election, we will begin preparations for bargaining.

We will first survey our members in order to understand the priorities for our contract. We will also elect a bargaining committee of our colleagues (usually between 5-11 people) to represent us in bargaining. Guided by the feedback in the bargaining surveys, the elected committee develops bargaining goals that all members will vote to approve. In conversation with members (and we encourage as much member participation as possible!) we will draft contract proposals with support from UAW staff. Once a tentative agreement is reached, faculty must vote to accept or reject the contract before it goes into effect.

Thousands of academic workers have successfully bargained union contracts. You can read more about other academic unions here.

The College has noted in email communications that unionization would “require changes to our shared governance model,” and identifies in particular FIPAC and the Faculty Benefits committee. We agree that some aspects of shared governance will change – and this is a good thing. Under the current system, we have a voice in advisory committees, but no real power. This is a core reason why we unionized. While there will be some changes, the vast majority of our shared governance structure (e.g. CCAP, Academic Review Board) will not change. In fact, the AAUP’s Statement on Collective bargaining “affirms that collective bargaining ensures that all academic professionals have an effective role in the governance of institutions.”

Faculty unions and institutions of faculty governance coexist to mutual benefit at many academic institutions. Committees of academic council work on a wide range of issues, only some of which pertain to the terms and conditions of our employment. The need for shared governance remains, and we can bargain for contract provisions that protect our participation in existing structures. The AAUP affirms that unions are an effective means of protecting academic freedom and shared governance: “collective bargaining can ensure the effectiveness of [the governance] structure and can thereby contribute significantly to the well-being of the institution.”

The only way things get worse through Collective Bargaining is if the Wellesley College administration proposes lower compensation, less benefits, and worse working conditions for us and we agree to accept those proposals, and then our members vote to ratify the agreement. We have no interest in bargaining against ourselves and do not believe our colleagues will accept an agreement which leaves us worse off. Additionally, there are many examples of gains won through unionization (see some here). Talking about the possibility that things will get worse is a common scare tactic used by employers, usually without any examples.

If we win our election, the College is not allowed to make changes to the status quo without bargaining with our committee. The statutory duty of employers to bargain with unions before making changes in terms and conditions of work during a contractual hiatus or during negotiations for a first contract is protected under Sections 8(d) and 8(a)(5) of the National Labor Relations Act (NLRA).

Two recent full-Board decisions, Tecnocap LLC, 372 NLRB No. 136 (Aug. 26, 2023) and Wendt Corporation, 372 NLRB No. 135 (Aug. 26, 2023), expanded the employer's duty to bargain.

No UAW union for academic workers has negotiated a contract that requires all covered employees to make the same amount. We will make our own decisions about priorities for our contract, and we will vote on whether to accept any tentative agreement. No one has expressed an interest in a contract that requires all faculty to be paid the same.

Concerns about high-earners and salary caps are frequently cited by administrators, but they have no basis in reality. Union contracts typically set salary minimums, not maximums, while also ensuring guaranteed increases for all employees. For example, the NYU adjunct union contract guarantees a minimum rate for the courses they teach, but NYU can and does pay some adjunct faculty substantially more. It is not uncommon for faculty unions to pursue higher increases for lower-paid members in negotiation, but those goals and others will be determined democratically by us as we prepare for bargaining and engage in bargaining.

Unionization will ensure that no individual will have to negotiate on their own behalf, or rely on benevolent Chairs, for the benefits and compensation they deserve. Likewise, those who have been told “no,” and those who have not chosen to self-advocate, will have the power of the union behind them to ensure they are fairly compensated. With collective bargaining, we will negotiate as equals with the Wellesley College administration. A collective bargaining agreement will not eliminate distinctions between faculty in different ranks, and titles, nor will it prevent individual faculty from negotiating salary increases in excess of contractually-mandated minimums.